報酬不變 的英文怎麼說
中文拼音 [bàochóubùbiàn]
報酬不變
英文
constant return-
Provide a new non - accountable miscellaneous expenses allowance of 4, 000 per month to cover items like entertainment expenses, self - development courses and minor purchases, and to delegate to the secretary for financial services and the treasury the authority to approve future revisions of the mea annually on 1 january by reference to the movement of consumer price index, be it an inflation or deflation year ; and
增設每月4 ， 000元非實報實銷的雜項開支津貼，用以支付酬酢開支個人進修費用和小額購物等開支，以及授權財經事務及庫務局局長，批準日後的雜項開支津貼款額在每年1月1日按甲類消費物價指數的變動幅度不論在通脹或通縮的年度，作出調整及Although the extrinsic incentives, such as intendance and floating payment, are important to the information system ( is ) project, many is project take the form of a fixed payment and lacking intendance
摘要盡管監理機制、變動報酬等外部激勵有助於信息系統的實施，但現實中的多數信息系統項目不但很少引入監理機制，而且還多採用的是固定報酬。By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market
分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。The mutant mouse takes food and water just like other mice, which suggests that lack of the receptor does not affect “ natural ” rewards, only interest in cocaine
突變鼠與正常鼠一樣能吃能喝，表示缺乏這個受體不會影響自然的報酬，只有古柯堿例外。The price was small, but it was the first article he had written, his very first attempt to express his thought on the printed page
報酬雖不高，但那卻是他的第一篇作品，他第一次想變作鉛印的試作。You might ask questions about their background and career in teaching as well as questions such as why they chose teaching as a profession, what are the greatest challenges and rewards of teaching, what are the changes that they have seen in teaching since they began, how teaching is / isn ' t like what they thought it would be, etc
你可以問有關他們背景、生涯的問題，也可以問問為什麼他們選擇教書成為職業，教書的最大挑戰和報酬，他們教書以來看過的改變是什麼，為什麼教書是?不是當初他們所想像的樣子，等等等。Mr ayres predicts that automated decision - making will soon see other professional jobs going the same way as that of the bank - loan officer, once well - paid and responsible and now a mere call - centre operative, paid peanuts to parrot the words a computer prompts
艾爾斯先生預計，自動化決策不久將目睹其他職業經歷放貸員一職發生的變化，曾經收入優厚、職責重大，現在只是一個呼叫中心的接線員，重復電腦提示的句子，報酬很低。Executive compensation has attracted much attention from domestic economists yet no same conclusions are drawn. while making theoretical analysis and model studying, we provide empirical evidence on relation of executive pay - performance using data on china listed companies from 1998 to 2004. main conclusions are : that executive monetary compensation increase at much larger rapidity than that of firm performance improvement ; that management tend to improve performance measures closely related to their private income and ignore firm ’ s long - term development ; that keeping authority stable may help improve performance and alter of authority has a negative effect, but chairman of the board and ceo ’ s inner promotion or deployment from outside may impose influence in different direction and extent
本文在理論探討和模型分析的基礎上，對我國上市公司1998 - 2004年度管理層激勵與經營績效關系進行實證研究，得到的主要結論是:上市公司管理層貨幣報酬的增長幅度遠遠大於經營績效提高的幅度;管理層偏向于提高與自身收入密切相關的績效指標，而忽略公司的長期和全面發展;保持控制權穩定有助於改善經營績效，控制權的變更總體上會導致經營績效的下降，但是董事長和總經理由內部晉升和從外部調入對經營績效會產生不同方向和程度的影響。The payments for capital and labor are totally set by market power and capital ( labor ) suppliers of any firm have no power to alter the transaction terms with its labor ( capital ) suppliers to their advantage and thus every firm generate zero economic profit. every firm ' s value is equal to the sum of the market prices of the human assets and physical assets that it use and thus the formation and disbandment of a firm have no influence on the interest of any of its members. through an efficient comparison of production within the firm and the scattered individual production coordinated through markets, the dissertation reveals that the origin of the power relationship phenomenon within the firm is that the suppliers of the resources to the firm in real world are unable to enter into legally binding complete contracts as walras assumed
在一般均衡範式中，企業是一個追求利潤最大化的原子；企業的生產過程被描述為一個「黑箱」 ，它自動地、無摩擦地把任何一組投入轉化為既定的技術約束下所能生產的最高產出；資本和勞動僅僅是生產過程中不同類別的投入，它們之間的關系是對稱的，它們各自的報酬都是完全由市場整體的力量決定的，任何一個企業的資本（勞動）提供者都不可能為了增進其自身的利益而改變與勞動（資本）提供者的交易條件，從而任何一個企業產生的經濟利潤都為零；任何一個企業的價值都等於該企業使用的人力資產和非人力資產的市場價格之和，組成一個企業不會增進任何參與人的收益，解散一個企業也不會降低任何參與人的收益。Pay related performance and skill has the essential difference with the traditional reward forms such as piece rate wage and bonus, and they all are the innovations of the compensation form and management system in order to suit the current change of the enterprises " external environment and internal mechanism
業績和技能工資與傳統的計件工資和獎金等報酬形式有本質的不同，它們都是為了適應當前企業外部環境和內部機制的變革，而進行的薪酬形式和管理體制的創新。The employee ' s perspective on e - o relationship reflects what the individual employee believe that the organization has promised or is in someway obligated to provide him / her and, in return, what the individual employee is obligated to do for the organization ; the organization ' s perspective on e - o relationship means the employing organization determines what it is willing to input in individuals in specific jobs and what contributions to the organizations it expects in return for those inputs
其中員工的貢獻是指員工整體的表現，比如顧客滿意程度、市場份額的變化、員工之間的相互合作等；組織的投入不僅限於財務方面，還包括社會報酬方面。迄今為止，對這種交換關系的研究主要從兩個視角進行：一、從員工個體角度，即描述員工對組織和自己之間的交換關系的主觀信念。Employers must provide job according to the appointed time, place and the intensity of labor. employees would consume different mental and manual strength because of different intensity of labor. employers must undertake the duty to provide the employees with work and pay the employees for the work according to the pointed means
雇傭合同中僱主必須按合同約定的工作種類、工作時間、勞動強度、工作地點提供工作，因為不同的工作種類和勞動強度，受僱人付出的體力和腦力不同，工作時間和工作地點的變化會影l響受僱人實際得到的報酬數額。分享友人